Pretend I Know Nothing About Central Ohio Area Agency On Aging

We welcome Medicaid specialists Michelle Rice and Shelby Fox from COAAA.
In this episode, we'll unpack the complexities of Medicaid, exploring its eligibility criteria, the nuances of waiver programs, and the critical role of income and resources in determining coverage. Michelle and Shelby share their extensive experience and highlight common challenges and misconceptions about Medicaid, providing clarity on how the system works and offering expert insights.
Top Takeaways
Medicaid is a federally funded program designed to provide health coverage to low-income individuals. In Ohio, for instance, resource eligibility is also a factor, where single individuals cannot have resources exceeding $2,000.Medicaid Waiver programs help cover costs for specific services like home health care, which aren't typically covered under standard Medicaid. These waivers allow individuals with higher income to receive Medicaid by meeting certain medical or disability criteria, although they might have a financial liability or "spend down" to qualify.For traditional Community Medicaid, income limits are set at $941 (SSI amount). However, for waiver participants, any income above $1,869 might incur a personal cost contribution, known as a liability, toward the waiver services.Shelby explains that there are complexities in how income and resources are assessed, such as differences between types of Medicaid programs, and the process and implications of income above certain thresholds, like needing a Qualified Income Trust (QIT) for incomes above $2,829.A QIT is requisite for individuals whose income exceeds the Medicaid cap but who still require waiver services. The trust helps manage excess income which must be used towards medical expenses, and any remaining funds are retained in the trust with the state as the beneficiary upon the person's death.Medicaid does not count the home as a resource if the individual is living in it; however, if they move to a facility, the home could then count as a resource. When determining Medicaid eligibility, other financial assets including savings, investments, and additional properties are considered.Homestead Exemption Act allows a Medicaid recipient to transfer property titles, under specific conditions, to a caregiver relative without affecting their Medicaid eligibility. The relative must have resided with and provided care for the recipient for a minimum of two years to qualify.Medicaid does not 'take' one's home; instead, it may place a lien against it to recoup some of the costs provided for care if the property is sold. However, other debts are settled first, leaving Medicaid as one of the last agencies to reclaim costs.Specialists like Michelle and Shelby play critical roles in managing cases, ensuring timely updates of documentation, coordinating with county services, and advocating for consumers to ensure that all requirements for eligibility and continuation of services are met efficiently.One of the significant challenges mentioned involves communication and coordination with county offices to manage timely updates and processing of paperwork needed for service eligibility and continuation. Another challenge is ensuring consumers understand and fulfill their responsibilities, like addressing changes promptly to avoid service disruption.
Memorable Moments
05:48 Waiver income threshold determines monthly costs.
07:10 Community Medicaid eligibility based on income threshold.
10:16 Medicaid requires QIT for income over $2,829.
13:42 Medicaid can put a lien on houses.
16:28 Transfer resources to child, protect Medicaid eligibility.
22:13 Referrals come from assessment team to Michelle.
23:03 Some categories require resource verification for Medicaid.
Let me know what you think of this podcast, as...

In this episode, we talk with Andy Haggard, a seasoned veteran in the realm of Medicare. With 23 years at COAAA, starting as a PASSPORT case manager before moving into community education, and outreach, and now spearheading Medicare outreach, Andy's vast experience is nothing short of impressive.
His role also encompasses managing internal agency disaster preparedness and staff safety, highlighting his versatility and commitment to community service.
Andy helps us untangle the knots of Medicare Parts A, B, and C, including the differences between Medicaid and Medicare, their eligibility criteria, additional support programs for those with limited income, and the essentials of Part D prescription coverage.
Top Takeaways
1. **Understanding Before Engagement**: Before discussing plans with agents, it is crucial to understand Medicare’s basics and options to avoid being influenced by commissions or misinformation.
2. **Medicare vs. Medicaid**: It’s important to recognize the differences: Medicaid is state-funded with eligibility varying by state, while Medicare is federally funded and offers consistent criteria across the U.S.
3. **Assistance for Limited Income**: Programs like limited income subsidies and Medicare Savings Programs are in place to aid those with limited income in covering their Medicare expenses.
4. **Annual Benefits Review**: Beneficiaries should stay informed about their Medicare benefits and be mindful of annual changes, utilizing resources like medicare.gov for up-to-date information.
5. **Open Enrollment Period**: This is a crucial time frame when individuals can change their prescription drug coverage or Medicare Advantage Plan and adjust to their current needs.
6. **Part D Considerations**: Due to changing medical needs or plan benefits, re-evaluation of Part D (prescription drug coverage) is often necessary for individuals.
7. **Free Educational Resources**: While personal advising services may cost, there are free services available to help with understanding Medicare options.
8. **Making Informed Decisions**: The aim of educational outreach on Medicare is to empower individuals to make informed and confident choices about their healthcare.
9. **Understanding Eligibility**: Qualification for Medicare typically begins at age 65, or earlier for those receiving Social Security disability benefits for at least 24 months.
10. **Safety and Preparedness**: Beyond Medicare education, there are also efforts to improve safety and preparedness for agency staff, through tools like the safety app RAVE and emergency management planning.
Memorable Moments
04:13 Reviewing incidents, safety reports, and concerns quarterly.
07:10 Guardian app offers safety features, monitoring chat.
12:41 Staff handles Medicare queries, offers public education.
14:17 Outreach program helps seniors with Medicare decisions.
16:44 Prescription drug coverage is still a huge issue.
20:44 Various benefits available for eligible individuals.
25:40 Enrollment process for Social Security.
28:48 Part D covers prescription drugs, compare benefits.
34:44 Medicaid varies by state, Medicare is national.
38:21 Importance of staying updated on programs and plans.
Let me know what you think of this podcast, as well as any ideas you have for an episode. Email me at kwhite@coaaa.org!
Copyright 2024 Central Ohio Area Agency On Aging

The “New Supe’ Group” is an educational, supportive, and mentorship program that was recently created for COAAA employees that recently were promoted into supervisory roles. Transitioning into this type of role can be challenging, with learning new programs, skills, and requirements.
The goal of the New Supe Group is to create shared learning experiences and connection to peers to ensure a supportive and successful work environment across the agency. Bruce Rhodeback from Care Transitions and Leslie Miller from Assessment share their experiences as new Supervisors.
Leslie, who almost has two decades of service at COAAA, opens up about her evolution from case management to her current role as Assessment Supervisor. Having recently stepped into this position, Leslie outlines the multifaceted responsibilities that come with it, such as training staff, managing chart reviews, and dealing with complex consumer issues.
Bruce, with COAAA for almost 8 years, brings a slightly different perspective. His journey began with the Aetna MyCare waiver program and transitioned through Care Transitions to his supervisory role. He speaks to the challenges that come with overseeing case managers, adhering to clinical demands, and often finding himself caught between the expectations of upper management and the needs of his staff.
Empowering Connections in Large Agencies: "But with these new programs that we're working in, like the (COAAA) University, like the "supe group," and different trainings, we're working to create those cohorts so that people do have peers and people they can go to to support." — Katie WhiteBoth Bruce and Leslie tackle the complexities of middle management, from protecting confidential information to guiding their team through difficult times without divulging sensitive details.
Bruce advises those considering a supervisory role to explore available resources, such as coursework and guidance from current supervisors, emphasizing the City of Columbus website as a valuable starting point.
Challenges of Being a New Supervisor in a Growing Program: "I've learned a lot about myself in the last year, but also a lot about the, you know, the program and the program that I'm with that is constantly growing and changing and moving." — BruceLeslie complements this by encouraging honest conversations with supervisors about the benefits and drawbacks of stepping into a leadership role.
The Joy of Mentorship in the Workplace: "I mean, I've always enjoyed teaching, and so that's, you know, one of my favorite parts about being a supervisor. And, you know, I love this agency, so I really on, you know, instill that in other people and, help new people really be happy here and feel like this is a place for them." — Leslie3 Key Takeaways
- **The Support System**: Learn about the impact of structured support through cohorts and small groups. Discover how these systems foster peer learning and prevent isolation within a large organization.
- **Middle Management Insights**: Gain insight into the balance required between satisfying upper management expectations and advocating for your team's needs, including the delicate handling of confidential information.
- **Personal Growth Strategies**: Uncover strategies for personal and professional development as a supervisor. From leveraging resources like books and podcasts to reflecting on your own values, find out how continuous learning shapes effective leadership.
Memorable Moments
05:12 Navigating supervisory challenges with older staff members.
07:23 New supervisor learns and grows in unique role.
13:00 Grateful for growth, seeking feedback on reports.
14:09 Staff receive regular supervision, support, and training.
16:49 Consumer issues require timely, attentive...

S2 E6 - COAAA University
The mission of COAAA University is to create a confident, competent, compassionate, and connected workforce. Learn from Erica Drewry, Director of Client Services, and Carrie Oswald, Clinical Operations Analyst, about the vision and planning efforts that have gone into the creation of COAAA University.
The university, a training program developed from clinical best practices, is designed to equip staff with fundamental skills for working with the public. Katie, Erica, and Carrie dive into the implementation process, the benefits of the program, and the importance of staff development. Join them as they share their enthusiasm and pride in the success of COAAA University and their dedication to serving the community.
Key Takeaways
1. COAAA University is a comprehensive training program developed by a committee to enhance the skills and competencies of staff members working with the public.
2. The training program covers essential topics such as crisis management, documentation, assessment, and professional growth, aimed at building a connected and competent workforce.
3. COAAA University involves both internal and external speakers and is designed based on the needs of adult learners, providing interactive and relevant training sessions.
"We expect for it to always be growing. And that's really cool, and it, it helps to keep the bar high for COAAA University."— Carrie Oswald
4. The program is focused on promoting the values of the Central Ohio Area Agency on Aging (COAAA) and aims to create a cohesive team through discussions and interactions.
5. The potential expansion of COAAA University into a leadership track and supervisor-specific classes is being discussed, highlighting the initiative's commitment to workforce development and skill enhancement.
6. COAAA University has introduced a new supervisor group to support and train new supervisors, creating a community for sharing challenges and experiences, and is developing a new supervisor toolbox.
"So maybe right now, we're kind of in the 101 courses, and then we'll get to the 200 level courses on 300. I kinda wanna see it become the umbrella for internal staff training."— Erica Drewry
7. The program has implemented paid student internships with a focus on onboarding orientation, and COAAA University aims to formalize paid placements to support staff and ease supervision.
8. COAAA University focuses on training social workers in competencies and provides support for field instructors, and enrollment in the program is mandatory for new hires and open to contributions from existing staff.
9. The evaluation of COAAA University courses focuses on feedback from participants about content, delivery, and applicability to the job, with positive feedback received on the interactive and relevant training.
"We are COAAA first and foremost, and who are we as COAAA? We know that we're a great place to work."— Katie White
10. COAAA University represents the agency's dedication to its employees and the community, aiming to create a ripple effect in the community through the development and support of a dedicated workforce.
Memorable Moments
00:00 Worked closely with COAAA, medical social worker.
04:49 COAAA University, a dream based on best practices.
06:54 Formed committee, planning, curriculum development, stakeholder engagement.
10:29 Embracing COAAA identity and promoting professional growth.
13:44 Mix of clinicians share knowledge in diverse training.
18:36 University relies on students to shape programs.
20:05 Continuous planning and refinement for COAAA University.
25:00 New supervisor group discussing roles; challenges, successes.
26:11 Small group meetings for new supervisors...

Thousands of calls, emails, website inquiries, and faxes come into COAAA each month. For individuals seeking information and assistance, there is a team at the agency ready to offer support. Learn how the screening team provides and educational and supportive environment from Marikate Leavens, Screening and Pre-Admission Review Manager, and Chelsee Russell, Screener. 
Key Takeaways
1. The screening department of COAAA faces challenges in handling a large volume of waiver referrals and programs, both internally and externally.
2. They request patience from clients and encourage them to ask questions while assuring them of their commitment to helping as much as they can.
3. The department shows care and compassion when dealing with individuals in crisis and provides support and guidance for navigating complicated systems.
4. Staff members in the organization are responsible for different aspects of scheduling and coordination, handling referrals from various sources with strict timelines for response.
"There's a lot of emotion that goes into the phone calls and a lot of emotional support that the screeners provide all the callers."— Mary Kate
5. Referrals come in through multiple channels such as phone calls, voicemails, online systems, faxes, and emails, and are handled by different staff members who prioritize and manage them on a day-to-day basis.
6. The assessment covers tasks needing help with, health conditions, social determinants of health, level of care, financial eligibility, income, and asset details.
7. The income eligibility level for Medicaid is $2,829
8. The asset level for Medicaid is $2,000 with a five-year look-back period
9. The screening team is tasked with handling referrals for multiple waivers and programs, except for MyCare, and completing LTSQ for scheduling assessments.
10. Despite the challenges of handling a high volume of calls and the stress and anxiety it causes, the screening team remains committed to providing comprehensive support to callers.
"You did everything you could have, should have, would have done, and there's nothing more you could have done."— Chelsea
Memorable Moments
06:11 The Screening department directs calls for various assistance.
08:00 Assessing needs of individuals for care services.
13:42 Screeners ask questions, finalize LTSQ, and coordinate assessments.
19:06 Limited staff for strict referral schedule challenges.
21:03 OGM sends various referrals through different channels.
25:22 Grateful for those who answer the phone.
32:13 Desire for authentic job satisfaction and challenges.
36:35 Excited for your new role and improvements.
38:50 Managing numerous waiver programs requires a complex referral process.
42:02 Handling emotional and dire situations with callers.
Let me know what you think of this podcast, as well as any ideas you have for an episode. Email me at kwhite@coaaa.org!
Copyright 2024 Central Ohio Area Agency On Aging

Tim Duggan, Clinical Manager, and Anya Moore-Ridley, PASSPORT Assessor, share the process of scheduling and performing in-home assessments. Learn about income and level of care requirements to understand how older adults and people with disabilities qualify for home and community-based services.
Key Takeaways
1. The assessment and enrollment team at COAAA assesses clients for their ability to perform activities of daily living (ADLs), focusing on observing abilities rather than just medical conditions.
2. The assessment team is comprised of licensed nurses, social workers, and additional support specialists, with a focus on streamlining the enrollment process for Medicaid qualifications.
3. The enrollment team works to free up assessors from administrative tasks and streamline the enrollment process, aiming to relieve the administrative burden on assessors and improve efficiency.
4. Tim Duggan, the clinical manager, emphasizes the high volume of assessments conducted each week, with a focus on learning and managing policy changes and building a conducive culture within the organization.
5. Anya Ridley-Moore discusses the impact of the enrollment team on her work, emphasizing the importance of teamwork and collaboration in handling assessments and Medicaid approval.
"From a social worker's perspective, we have to dig more into what we're observing and not so much the medical conditions." Anya Ridley-Moore
6. The challenge of keeping up with policy changes and communicating them across departments is highlighted, emphasizing the importance of effective communication and understanding within the assessment and enrollment team.
7. Teamwork and breaking down silos between different teams are essential for the assessment and enrollment team to operate efficiently and provide positive changes in collaboration among assessors, the Roam team, and other departments.
8. The positive changes in teamwork and collaboration within the assessment and enrollment team have led to excitement about hitting their targets and contributing valuable insights to the agency.
9. The conversation underlines the importance of communication, collaboration, and team-building within the agency's large workforce, with a reminder to focus on strengths and the positive impact of their work in the community.
"For me, I would say my biggest accomplishment is just the fact that there are some great people around me. And I can take a little bit of credit for that, but, I think at best, I'm freeing them up to be the great people that they are at best."Timothy Duggan
10. There is an emphasis on perseverance and relying on team members during difficult times, highlighting the dedication and resilience of the assessment and enrollment team.
Memorable Moments
06:46 Assessors determine care eligibility, provide support resources.
11:55 Call, assess needs, clarify, schedule assistance.
14:24 Assistance for nursing facility with enrollment process.
17:11 Medication, observations, and independence in assessments emphasized.
22:00 Complicated doctor's office enrollment process requires streamlining.
25:51 Flexibility and autonomy in assessment scheduling.
28:29 Adapting to new tasks and responsibilities.
30:14 Adapting to changing policies, ensuring cross-department communication.
35:46 Encouraging team, breaking silos, fostering greatness together.
39:18 Challenging to balance experience and humility.
41:50 Ability to see strengths amidst challenges.
Let me know what you think of this podcast, as well as any ideas you have for an episode. Email me at kwhite@coaaa.org!
Copyright 2024 Central Ohio Area Agency On Aging